Dear All,
I am working as Hr Executive in an IT company and has 3yrs of exp.
I want to develop or design a Competency metric for our company which gives clear picture on each job role and their responsibilities.
I want every employee role and responsibilities to be documented and it should get interlinked with competency metric and skill set.
So, can any one help me out in designing this.
Its very urgent for me.
Example:
1. defining Each role and their responsibility(including HR, Directors and all the employees in diff levels)
2. defining their skills
3. I want to map these to with competency metric.
4. this metric should be useful for hiring new resource.
Please let me know how to start and where to start in preparing this metric.
I really glad to you if any one can help me out.
From India, Hyderabad
2I am working as Hr Executive in an IT company and has 3yrs of exp.
I want to develop or design a Competency metric for our company which gives clear picture on each job role and their responsibilities.
I want every employee role and responsibilities to be documented and it should get interlinked with competency metric and skill set.
So, can any one help me out in designing this.
Its very urgent for me.
Example:
1. defining Each role and their responsibility(including HR, Directors and all the employees in diff levels)
2. defining their skills
3. I want to map these to with competency metric.
4. this metric should be useful for hiring new resource.
Please let me know how to start and where to start in preparing this metric.
I really glad to you if any one can help me out.
From India, Hyderabad
Yes you have to start with
# JD,
# identify critical roles and critical people
# skill sets, for this you have to identify the technical team ie., in most cases all the HODs.
# Identify the skills of the individuals vs the required skills -
# do gap analysis -
#plan the the skill development plan
The above process is useful for Role & position clarity, recruitment, succession & career planning etc., all the best,
Regards - kamesh
From India, Hyderabad
# JD,
# identify critical roles and critical people
# skill sets, for this you have to identify the technical team ie., in most cases all the HODs.
# Identify the skills of the individuals vs the required skills -
# do gap analysis -
#plan the the skill development plan
The above process is useful for Role & position clarity, recruitment, succession & career planning etc., all the best,
Regards - kamesh
From India, Hyderabad
Hi Soujanya,
this is indeed a very lengthy process and you may have to sit with the business managers, understand the nature of business, nature of job for different positions and then you shall be able to design / draft the roles and responsibilities
once you are done with the roles / responsibilities, you may have to link them with the competencies that are required to perform the role
Later, you will be in a position to map the skills of the people with the competencies that you have identified for the roles and 'not the people"; while preparing the skills matrix, you may have to sit with the individual / his supervisor to arrive at the right decisions in guaging his skills
Skills matrix purely help the organization to develop its individuals to get the best out of them
hope this would give you a bit of insight to you to start working on it
From Saudi Arabia, Jiddah
this is indeed a very lengthy process and you may have to sit with the business managers, understand the nature of business, nature of job for different positions and then you shall be able to design / draft the roles and responsibilities
once you are done with the roles / responsibilities, you may have to link them with the competencies that are required to perform the role
Later, you will be in a position to map the skills of the people with the competencies that you have identified for the roles and 'not the people"; while preparing the skills matrix, you may have to sit with the individual / his supervisor to arrive at the right decisions in guaging his skills
Skills matrix purely help the organization to develop its individuals to get the best out of them
hope this would give you a bit of insight to you to start working on it
From Saudi Arabia, Jiddah
Thank you so much,, Mizra.
actually i started working on Org chart in a hierarchy level.
Based on the Org chart, i can have objectives for each level.
Is this the right process to send an email to all the team leads and project manager to define their own and team members role and responsibilitiesh. So that i can have draft copy of my employees responsibilities and i can add more salt and butter to those responsibilities.
Because i am only one Hr in my company and i didnt have clear idea on the responsibilities of all SE/SSE/Teamlead/Project managers.
Please do find the following points as I am planning to start this process:
1. preparing Organizational chart and reporting structure.
2. Sending an email to Team leads and Project Manager to define to define their own and their team members current responsibilities.
3. I Will sit with my director and CEO and will Add more responsibilities for the same if needed for each resource.
4. Sending an email to employees to mention their primary skills, secondary skills.
5.And i will club these skills and responsibilities with the competencies.
6. Now I will have skills, responsibilities for each in my organization.
let me know is this process helps me out or do i need to follow any thing.
Also let me know what are the competencies I need to have to design Competency matric.
Skills(responsibilities), Experience, Qualification are enough?
I am attaching company's competency matric which is prepared by my x-hr.
but i feel it was dumped from internet.
I want to prepare like this and it should match with organisational chart and skill matric aswell. It would be useful at the time hiring some new folk whether he/she is matching with our competency matric or not./
Let me know If I am wrong any where as I am learning all these.
As of my current knowledge I jst mentioned all these.
Please guide me Mizra.
Thanks
Soujanya
From India, Hyderabad
actually i started working on Org chart in a hierarchy level.
Based on the Org chart, i can have objectives for each level.
Is this the right process to send an email to all the team leads and project manager to define their own and team members role and responsibilitiesh. So that i can have draft copy of my employees responsibilities and i can add more salt and butter to those responsibilities.
Because i am only one Hr in my company and i didnt have clear idea on the responsibilities of all SE/SSE/Teamlead/Project managers.
Please do find the following points as I am planning to start this process:
1. preparing Organizational chart and reporting structure.
2. Sending an email to Team leads and Project Manager to define to define their own and their team members current responsibilities.
3. I Will sit with my director and CEO and will Add more responsibilities for the same if needed for each resource.
4. Sending an email to employees to mention their primary skills, secondary skills.
5.And i will club these skills and responsibilities with the competencies.
6. Now I will have skills, responsibilities for each in my organization.
let me know is this process helps me out or do i need to follow any thing.
Also let me know what are the competencies I need to have to design Competency matric.
Skills(responsibilities), Experience, Qualification are enough?
I am attaching company's competency matric which is prepared by my x-hr.
but i feel it was dumped from internet.
I want to prepare like this and it should match with organisational chart and skill matric aswell. It would be useful at the time hiring some new folk whether he/she is matching with our competency matric or not./
Let me know If I am wrong any where as I am learning all these.
As of my current knowledge I jst mentioned all these.
Please guide me Mizra.
Thanks
Soujanya
From India, Hyderabad
Dear Soujanya,
Let me compliment you at the outset for raising a query in clear term with some information about the scenario and your role. Such info is missing from a number of posts.
I am not sure if you have seen previous posts on this topic at CiteHR. For example, see https://www.citehr.com/30015-how-des...rix-sheet.html
For anon HR person, the way you have gone about makes sense given the paucity of time and assistance you have.
Have a nice day.
Simhan
Leaning and Teaching Fellow (Retd)
The University of Bolton, UK
Chief Advisor, Promentor-consulting
From United Kingdom
Let me compliment you at the outset for raising a query in clear term with some information about the scenario and your role. Such info is missing from a number of posts.
I am not sure if you have seen previous posts on this topic at CiteHR. For example, see https://www.citehr.com/30015-how-des...rix-sheet.html
For anon HR person, the way you have gone about makes sense given the paucity of time and assistance you have.
Have a nice day.
Simhan
Leaning and Teaching Fellow (Retd)
The University of Bolton, UK
Chief Advisor, Promentor-consulting
From United Kingdom
Hi Soujanya,
Glad that you have a very good understanding on this piece
Appreciate you for the efforts that you are putting in to streamline the processes and systems....
You are going in the right direction but when it comes to identifying the competencies, you may come across many for each individual role
Generally, competencies can be defined on the organizational level (Which helps meet its objective, mission, vision statement) then individual role (Which helps the individual in completing his/her tasks) and this can be divided into two parts i.e. Functional and Leadership based on the role of an individual
Overall, if you look at, you can define Competencies in 3 terms i.e. Core, Functional & Leadership so that you are assessing an individual not only on his functional capabilities but also linking those with the organizations' goals, objectives and mission
For Eg:
core Competencies - Result Orientation (Which is required for every individual in the organization and the weightage may vary for different position depending upon the role and the span of control that he/she has
Functional Competencies - Technical skills (An individual can be measured on his technical skills and to see how is he maximizing his performance)
Leadership competencies - Strategic decisions (This will help an organization to build a competent leadership and this type of competencies can be assessed for those whose managers and above level)
Once, you finish defining the role clarity you shall look at identifying set of competencies (May be 20 or 30) which will cater to the needs of your organization and then start assessing those periodically (Quarterly, Half Yearly, Annually - depending on the type of organization and its need)\
Hope these points will help you in completing your tasks
From Saudi Arabia, Jiddah
Glad that you have a very good understanding on this piece
Appreciate you for the efforts that you are putting in to streamline the processes and systems....
You are going in the right direction but when it comes to identifying the competencies, you may come across many for each individual role
Generally, competencies can be defined on the organizational level (Which helps meet its objective, mission, vision statement) then individual role (Which helps the individual in completing his/her tasks) and this can be divided into two parts i.e. Functional and Leadership based on the role of an individual
Overall, if you look at, you can define Competencies in 3 terms i.e. Core, Functional & Leadership so that you are assessing an individual not only on his functional capabilities but also linking those with the organizations' goals, objectives and mission
For Eg:
core Competencies - Result Orientation (Which is required for every individual in the organization and the weightage may vary for different position depending upon the role and the span of control that he/she has
Functional Competencies - Technical skills (An individual can be measured on his technical skills and to see how is he maximizing his performance)
Leadership competencies - Strategic decisions (This will help an organization to build a competent leadership and this type of competencies can be assessed for those whose managers and above level)
Once, you finish defining the role clarity you shall look at identifying set of competencies (May be 20 or 30) which will cater to the needs of your organization and then start assessing those periodically (Quarterly, Half Yearly, Annually - depending on the type of organization and its need)\
Hope these points will help you in completing your tasks
From Saudi Arabia, Jiddah
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Being Flexible An Core Competency Skill Improvement Area.pdf
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Competency mapping.ppt